There was a sudden terror below. However, they didn't know that Chu Yuan Xizhi was their mentality of hiding in the comfort zone and refusing to come out.

The standard for recruiting people with a well-off society is relatively high, and the salary is relatively fat, so the recruitment is basically experienced veterans. As a skilled workplace siege, KPI's set is their comfort zone, with skillful processes and familiar rules. They can even flexibly use processes to fight against logistics and administrative departments. Fighting company executives can make executives doubt their lives.

Therefore, if no one guides to sort out any new system, it will be played by this group of workplace elites as kpi, and they will become familiar and comfortable systems.

Chu Yuanxi was obviously not satisfied with this state, but because Xiaokang was officially launched in February, the time was too short and he always had to give him a running-in period, so he endured and didn't speak much. Although he was guided, there was no "marking" or hard urging.

However, it seems that many colleagues work hard at work, and then they feel that this is a perfect state. They work the same amount as in the past, get a lot of money, and have higher expectations for options and bonuses. In today's environment, they are simply perfect.

Perfect a ghost!

Therefore, he thought it would be better to make it clear: "Brothers, I know why the okr system needs time to adapt to it for you, because you are used to KPI and to do your own things. You don't need to receive too much information, don't need to endure too much interference, or even think about it. All the interference factors are limited to your own project team, and you don't have to care about what the company is doing or the status of other groups. This way, you have high concentration and high KPI.

But this is just the requirement of other companies for excellent employees.

What about our company? This condition is not bad, but it is not good either. It cannot achieve the effect of 1+1 greater than 2, let alone far greater than 2. This is far less than 2. My expectation for you is that 1+1 greater than 5, 2+2 greater than 15. Do you understand?

The characteristic of the okr system is that you must lift your head, look at the world outside the project team, observe the entire company, learn to think about problems, think about who to cooperate with, think about how to show yourself, and let others seek cooperation with you.

Don't laugh, this question is very serious. It involves the issue of how the company and your personal interests are distributed.

When you are constantly impacted by a large amount of information at work, your personal efficiency will certainly be reduced. This is exactly the disadvantage of KPI. Humans will laugh when they think about KPI. However, the company's efficiency is high. It may fall at the beginning, but it will definitely be much higher in the future.

So what should I consider first as the top leader of the company? Obviously, I am considering how to make the company efficient! You have very good performance, promotion and salary increase, but the company's development cannot meet expectations. Is this possible? No, I can't tolerate the company working for you, and then you still feel that you should pay. If you work hard, this is what you deserve, and there is no.

The obligation I need to bear is that when you work hard in meeting the company's development needs, you can get the best reward. Instead of improving your efficiency by lowering the company's standards, and then giving you more bonuses, there is no door. This principle is easy to understand, right?

I was in a well-off society before, and I didn’t care much about myself in the first four months. I need to give you some time to get in, but it is impossible to limit myself. What I want to tell you today is to immediately get rid of the bad habit of working seriously. The same is true for the leaders of each project team. You first need to show your project team members to explain your own abilities and preferences to your colleagues, rather than establishing an independent kingdom to block information communication.

In the future, if anyone who is engaged in an independent kingdom is busy with work as an excuse, I will not ask the reason and warn you for the first time and deal with it the second time because your ability does not meet the company's requirements for management.

The online content project I personally took charge is command-type, and the advantages of the okr system must be revealed. Everyone must remember one thing, don’t consider what group they are, what needs to be considered is how to complete the task package, what you can do, and most importantly, who to work together! The most important thing is who to work together. The leader of each project does not allow obstacles to prevent employees from spontaneously cross-project formations. I can withstand a certain degree of decline in efficiency in the early stage. I finished speaking, are there any problems?"

Chu Yuanxi's words were quite harsh, but he did not get angry, because the reactions of both the employees and the project team leader in the past few months were actually normal. Being angry by the normal reaction of a normal person means that he has no slightest b-digit in his heart and cannot find his position.

Especially project managers. Many high-growth companies do not pay attention to the work quality of middle-level managers. For example, when promoting cadres, they usually look for strong work ability, while in IT companies, they usually promote the main process as managers, regardless of the apps or mobile games.

But the problem is that those with strong work ability may not be able to manage, nor may they be able to think. As for considering it from the perspective of the company's strategic perspective, it is even more difficult to achieve a more ideal state. If you want to achieve a professional training or targeted training in your work.

Especially well-off.

There are also some domestic companies that use the okr management system at this stage. After all, they are advanced methods from Silicon Valley. Vibrant startups like TMD have been used. However, there is almost no understanding of this system in essence. Most of them are used as supplementary methods of key performance management, and there is no substantial difference from KPI.

To the extent of okr, a well-off society must be far deeper than the average, which is equivalent to an explorer in a certain field, which means it is difficult to find people with a lot of advanced experience in this direction.

From the perspective of effect, logistics and warehousing, and jobs such as content review do not require okr and KPI to perfectly adapt to management needs, but intellectually-oriented work is not the case. Intellectual work may have ten different solutions, just like a math problem may have ten different solutions, how to choose? Sorry, the company is already okr, so it doesn’t care about how to choose, and only pay attention to the completion of the task package. Which way to choose to solve the task is a problem that the person responsible for the task needs to consider.

Therefore, the okr task package encourages competition and encourages multiple teams to apply at the same time. If the completion path chosen by a team requires a lot of company resources, it will definitely be out of the election. Therefore, the applicant will naturally consider all aspects, not only how fast it should be, but also how much it should be saved. This is how efficiency is improved.

The superiority of the okr system is to let everyone understand everyone, and even understand what resources the company has and the value of these resources, so as to maximize the mobilization of work energy. Chu Yuanxi's first step in targeted training is to develop the habit of cross-group employees, which is also the reason why he must take charge.

If employees want to be familiar with the cross-group system, they must first pass their immediate boss. Without Chu Yuanxi's conscience, how can they pass? But once they develop a habit, the key is to let project managers develop the habit of not always guarding their own land, and they don't have to take charge in person in the future.

The middle-term system is precisely the strategic advantage of the okr system.

There is a big problem with the middle-term system, which is generally accepted in startups. The department responsible for making money has a high bonus. There is no problem with project-based companies, because the products that make money are usually two departments, R&D and operation groups, one is produced and the other is sold. Of course, these two groups will first divide the bonus. Moreover, the problem of "how much" that is most noticed by employees is the easiest to solve. It can be divided according to the turnover ratio and the number of users dau and other indicators.

However, it is reorganized into the front, middle and backend. The middle and middle office part that provides services does not directly make money, so how can I get bonuses? The key is how to determine KPI? How many new users it attracts has nothing to do with your middle office, at least it doesn’t seem to be directly related to it.

Taking game companies as an example, the project team can use KPI to plan bonus allocation plans for making money, and the operation department is the same, but what about the engine department? The bonuses for the department that provides the project team with engines are usually much lower, but the basic salary is high. This is distorted for the company, because if the project team does not make money, the high salary of the engine can even drag down the company, but it has to be done, otherwise the engine will not do it.

In fact, there are similar problems with the Baren Group, including the historical problems left over from the "Come in Troubled Times" project team.

A large proportion of programmers in this project team were transferred from the Imperial Capital Group for Fruit Research and Development. They used to make game packages, which was equivalent to outsourcing technical services for game products. It was not that the middle platform was better than the middle platform, but they provided services and received high salaries. The work content was different from the middle platform but the nature was almost the same.

When they joined the company, Chu Yuanxi gave a choice, whether to maintain the past high salary but lower the bonus ratio, or lower the salary, the bonus ratio follows the normal logic, that is, the salary and bonuses are based on the recruitment level of Baren's employees. The expectations for bonuses are different, which makes personal choices different. Later, "After the Troubled Times" made a big profit, but the two programmers with the same jobs finally got a 40% difference in the amount of money they received, and the contract salary is at a great disadvantage compared to the bonus.

Several programmers communicated with Zhao Jie for this matter, but Zhao Jie did not dare to change Jaguar's salary. Although he was CEO, he caused trouble to Chu Yuanxi.

Chu Yuanxi gave a standard reply: I will adjust the next project.

Of course, this answer is disappointing, because will the next project be guaranteed to be successful? As a practitioner in the game industry, you have seen more and more money-making losses, and only the current projects are most attractive. But Chu Yuanxi smiled at the time: "You are so beautiful! It is impossible to increase the bonus ratio for you, and I will increase the colleagues who chose high bonuses at the time. Wouldn't they suffer a big loss?"

However, the okr system can completely solve the disadvantages brought by the middle-term system, because when the task package is assigned, the package contains options and bonus distribution plans. Then the person who sets the reward standards must consider the actual work results of the employees rather than whether the project faces the users directly or how much money it makes. The person who receives the package is completely in a state of buying and leaving the hands, and there is no need to ask to adjust the reward method afterwards. It is all his own choice.

Therefore, Chu Yuanxi's harsh words were actually for the good of these middle-stage members. Of course, it will take another year for them to feel this good.

After whispering for a while, Chu Yuanxi continued: "I won't treat it as no problem if no one asks me questions. If there are any questions, I will communicate later. I guess there will be problems in the next half year. Don't be embarrassed. I have always been very polite about how to improve the company's efficiency and save resources.

So the next question is the game problem that combines lbs and vr. Everyone has seen the document. What I want to explain first is not how to make our game, but the market and user needs.

Why is this? Since you are required to enter the okr state, our communication methods will also change a little in the future. I will first take you to see the wonderful world outside and think about the problem from the perspective of the company.

Someone asked just now, why aren't lbs and ar? This question is very good. Whether it is "Pokemon" or "Catching Monsters Together", they are very successful and very profitable, even more profitable than Baren's "Come in Troubled Times". But Xiaokang is not a game company. You can't have the illusion because there is Baren Game next to you. We are building convenience stores, and making money through games is not our goal.

Moreover, our Xiaokang does not currently have the ability to make money from game players through lbs+ augmented reality. One of them makes a lot of money by relying on one of the world's largest IPs and the other by relying on the world's largest social links. We don't even have a single hair.

So the games we make serve a well-off system. Is this answer clear? Then what we do and why we do it, that is, the potential needs of users."

"Wait until Mr. Chu, how do I feel like a Monopoly in your "City Treasure"?" Su Gu, the boss of the app team, suddenly raised his hand, "turn the real map into a game world, buy land through the map, use the riding path to mark the user's LBS system, and use health coins to buy land and construction materials. Is this a land tax for other users?"

"Hey, you are very sensitive to benchmarking. It is indeed a monetary feeling, but you don't charge land taxes from other users. This is called 'value incentive'. Let's talk about the specific gameplay later. Let's talk about purpose and function first.

Everyone has noticed that "Pokemon" and "Catch Monsters Together" have become popular and made money, but the resources they need for are too great to copy. What I want to introduce to you is that as early as 2014, there was a popular lba+ar game abroad, and it was an original IP called "Ingress". This game is the originator of putting the Ar element into lbs. It was once very popular, saying that it was a bit scary, but it had the opportunity to build its own dimensions."

As he said that, Chu Yuanxi flipped the ppt, showing a screenshot of the game. Some careful people in the audience noticed one thing, that is, Chu Yuanxi almost never uses ppt, at least not for them.

One is that Chu Yuanxi's ppt is very bad, so bad that it is not like an entrepreneur. If an ordinary entrepreneur's ppt is made like this, he will definitely have to go back to work; the other is that the boss of the company does not need to use ppt to convince the company members, just talk directly if there is something. The people below are responsible for calling 666, which is the normal working relationship.

But today Chu Yuanxi actually prepared a ppt. Although it was still perfunctory, it showed considerable sincerity! It also indirectly shows that today's meeting was different from ordinary people.

I heard Chu Yuanxi say: "But "Ingress" has several flaws, which restricted its further growth and eventually fell ahead of the threshold of success. It is a very unfortunate. You should know that this was an epoch-making product at the beginning, redefined the player's sense of space and operation methods, interacted with the real world, and developed the social relationships in the game offline. At that time, no other game could do this.

Why should I focus on introducing this game? Because I analyzed its failure. This game has good technology and good entry points, but it has stepped on a very deep pit and trapped it. However, if we can get these pits over, from the perspective of the project, we will succeed, because these pits happen to be the user pain points of lbs games."

As he said that, he turned the page again, and saw that the ppt listed several crimes of "Ingress":

1. Sociality is not enough. Gamers are generally lazy, and strangers have insufficient motivation to make appointments with each other to fight offline, and the freshness will cool down.

2. Lack of goals, players lack "activity" after logging into the game. Players need to send a convening post to Facebook’s community to organize a party.

3. There is no value incentive. Because this is a game based on a realistic map, its values ​​are different from ordinary games. Since the player is brought back to reality, the rewards the player receives should also be related to reality, rather than traditional game props, game currency and other gift packages. Only in this way can the player be pulled offline for experience.

Seeing this analysis, Zhou Mingjun blurted out: "Hit! Let the player have sex, all three problems have been solved!"

"Yes, Momo should take over this game."

"I have heard of this game. There are so many copycats in China. Unfortunately, I didn't expect that hookups can solve the problem hahaha--"

"We don't want to do a hookup game to help Xiaokang, right? It's so exciting!"

There was a lot of discussion below, and Chu Yuanxi thought, what are you all thinking about? Give me a little more serious! Zhou Mingjun, how strong do you need to have a sex call to think about your pain points so quickly?

"You are more harmonious. Now you don't even advertise Momo and you still want to hit the gun?" Chu Yuanxi clapped his hands, "Seeing that your thinking is so active, I decided to change the method. Leave you a simple homework. If I say that the purpose of doing this "City Treasure" is to promote mobile payment, please ask, how can this project be done through the company's existing resources and product architecture to achieve the goal."

The boys below suddenly looked terrifying, and even Zhou Mingjun was no exception. Cao Xiang did not come at this meeting today because first, this product has nothing to do with blockchain; second, even the output of health coins is not on-chain output at present, and he has made contributions later; third, he is one of the few people in a well-off society who has fully understood the okr system and does not need to test him.

However, Chu Yuanxi probably someone will go to Cao Xiang to ask for advice soon.
Chapter completed!